Contingent Workforce Manager

Confidential Company; California; On-site; USD 200,000 - 225,000; Full time

Job summary

Confidential Company is seeking an experienced International Employment Law professional to guide our global contingent workforce program. The role focuses on assessing cross-border employment requirements and compliance risks across multiple countries, advising on engaging, managing, and offboarding workers per local laws.

You will work on-site with Legal, HR, Procurement, local counsel, suppliers, and EOR providers to address cross-border workforce questions, validate requirements, and

Qualifications

• 5+ years of experience focused on international employment law, global workforce compliance, or international HR.
• Experience working with EOR providers and staffing vendors for international contingent engagements.
• Hands-on knowledge of country-specific employment requirements, contracts, payroll, and statutory obligations.

Responsibilities

• Serve as the primary program resource for international employment law and global workforce compliance related to contingent workers.
• Assess engagements against country-specific employment requirements and risks.
• Advise on engagement models (agency, EOR, fixed-term, independent contractor) and ensure compliance.
• Coordinate with Legal, HR, local counsel, suppliers, and EOR providers to validate requirements.
• Develop guidance and documentation to support compliant worker engagements across jurisdictions.
• Escalate complex legal interpretations to counsel and drive implementation of guidance.

Skills

International employment law

Global mobility

EOR experience

Tools

StaffingNation

Beeline

SAP Fieldglass

Workday VNDLY

Job description

Salary: $200,000 - $225,000 (depending on experience)

Job Brief

We are seeking an experienced professional with strong expertise in international employment law to guide our client's global contingent workforce program. The primary focus of this role is assessing employment requirements and compliance risks across multiple countries and advising the business on how to engage, manage, and offboard workers in accordance with local laws.

Working on-site, you will partner with hiring managers and internal teams to address cross-border workforce questions, evaluate worker engagement models, and develop clear processes for managing global contingent workers. You will work closely with Legal, HR, Procurement, local counsel, suppliers, and Employer of Record (EOR) providers. This role requires the ability to ask proactive questions to help build solid employment contracts reducing back and forth friction.

Responsibilities

International Employment Law & Global Workforce Compliance

• Serve as the primary program resource for international employment law and global workforce compliance matters related to contingent workers.
• Assess proposed engagements and worker lifecycle changes against applicable country-specific employment requirements.
• Identify and evaluate risks involving worker classification, co-employment, agency labor, fixed-term employment, independent contracting, pay practices, working hours, leave, termination, required notices, and recordkeeping.
• Advise stakeholders on country-specific requirements and the appropriate engagement or employment model, including agency, EOR, fixed-term employee, and independent contractor arrangements.
• Partner with internal Legal and HR teams, local counsel, suppliers, and EOR providers to validate requirements and address compliance questions.
• Monitor changes in international employment laws and explain their practical impact on the program and business stakeholders.
• Develop and maintain guidance, controls, and documentation to support compliant worker engagements across jurisdictions.
• Escalate matters requiring formal legal interpretation to qualified counsel and coordinate the implementation of resulting guidance.
• Serve as the primary on-site point of contact for hiring managers, workers, suppliers, and program stakeholders.
• Guide hiring managers through global workforce policies, requisition approvals, onboarding requirements, and program procedures.
• Oversee the worker lifecycle, including engagement setup, background checks, onboarding, assignment changes and extensions, offboarding, and record retention.
• Triage and resolve issues involving requisitions, system access, timesheets, invoices, billing, and worker status.
• Coordinate and govern conversations with HR, Legal, Procurement, Finance, and other internal teams to resolve program questions and escalations. Moving from conversation to executions.

Data, Systems & Reporting

• Maintain accurate worker and assignment records, including work location, employment entity, start and end dates, rates, classification, and required documentation.
• Audit program data for completeness, accuracy, and alignment with approved terms and applicable requirements.
• Prepare and maintain reporting on spend, headcount, supplier performance, assignment duration, compliance exceptions, and time-to-fill.
• Use program data to identify trends, risks, and opportunities for improvement.
• Monitor supplier and vendor performance against program requirements, service levels, and contractual terms.
• Address service or compliance gaps with the appropriate partner and track corrective actions through completion.
• Support supplier reviews, performance discussions, and business reviews.
• Assess supplier and EOR capabilities to support compliant workforce engagements across countries.

AI & Emerging Workforce Technologies

• Partner with Legal, HR, Privacy, and technology teams to review requirements related to automated employment decision tools, worker data, transparency, and human oversight across jurisdictions. Use AI in a smart governed capacity.
• Support the review of workforce technology vendors and help develop guidance for using these tools responsibly within the contingent workforce program.
• Monitor emerging regulations and guidance related to AI in employment and communicate potential impacts to program stakeholders.

Requirements

• 5+ years of experience focused on international employment law, global workforce compliance, global mobility, or international HR, with experience supporting contingent workforces.
• Experience working with EOR providers and staffing vendors to support international contingent workforce engagements.
• Strong, hands‑on knowledge of employment requirements in multiple countries and regions.
• Demonstrated experience assessing worker classification, co-employment, agency labor, independent contractor, EOR, and fixed‑term employment arrangements.
• Practical knowledge of country‑specific requirements related to contracts, payroll and statutory obligations, pay practices, working hours, leave, termination, and recordkeeping.
• Experience managing or supporting a global contingent workforce programs.
• Hands‑on experience with a VMS platforms such as StaffingNation, Beeline, SAP Fieldglass, and/or Workday VNDLY.
• Ability to work on‑site at the client’s locations in the San Jose/Santa Clara location and handle sensitive workforce matters with sound judgment and discretion.

Core Competencies

• International employment law expertise: Understands how local employment requirements affect global workforce decisions and knows when to involve counsel.
• Practical risk assessment: Identifies compliance concerns early and provides clear, workable guidance.
• Technology awareness: Considers how AI and emerging workforce tools may affect employment practices, worker data, and compliance.
• Stakeholder partnership: Builds trust with hiring managers and internal teams while maintaining program controls.
• Operational ownership: Follows issues through from intake to resolution while keeping stakeholders informed with a sense of urgency.
• Process improvement: Turns recurring compliance and operational needs into clear, repeatable workflows.
• Adaptability: Works effectively across countries, time zones, and changing business needs.

TCWGlobal is an equal opportunity employer. We do not discriminate based on age, ethnicity, gender, nationality, religious belief, or sexual orientation.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.